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"Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan autentik terhadap kinerja karyawan serta menguji peran mediasi work engagement dan komitmen afektif dalam hubungan tersebut. Penelitian ini menggunakan metode survei dengan mengumpulkan data dari 358 responden karyawan di PT Bank Pembangunan Daerah Papua melalui kuesioner yang telah disesuaikan dan dianalisis menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa kepemimpinan autentik tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi work engagement dan komitmen afektif ditemukan memediasi pengaruh kepemimpinan autentik terhadap kinerja karyawan. Peran mediasi ini menjadi sangat penting karena tanpa adanya mediasi work engagement dan komitmen afektif, kepemimpinan autentik tidak akan meningkatkan kinerja karyawan. Berdasarkan hasil pengaruh total, work engagement mentransmisikan pengaruh kepemimpinan autentik terhadap kinerja karyawan lebih besar dibandingkan dengan komitmen afektif.

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This study aimed to examine the effect of authentic leadership on employee performance and to examine the mediating role of work engagement and affective commitment in this relationship. This study used a survey method by collecting data from 358 employee respondents at PT Bank Pembangunan Daerah Papua through customized questionnaires and analyzed using SEM (Structural Equation Modeling). The results showed that authentic leadership had no significant effect on employee performance, but work engagement and affective commitment were found to mediate the effect of authentic leadership on employee performance. This mediation role is very important because without the mediation of work engagement and affective commitment, authentic leadership will not improve employee performance. Based on the total effect, work engagement transmitted the effect of authentic leadership on employee performance to a greater extent than affective commitment."

"Indonesia memiliki tingkat produktivitas yang masih rendah dibandingkan dengan negara lainnya. Produktivitas dapat ditingkatkan melalui work engagement. Penelitian ini merupakan penelitian kuantitatif non eksperimental cross sectional yang bertujuan untuk melihat bagaimana peran mediasi inklusi pada hubungan authentic leadership dan work engagement. Partisipan penelitian ini merupakan 145 pekerja wanita yang bekerja di lingkungan mayoritas laki-laki. Alat ukur yang digunakan adalah Authentic leadership Questionnaire (ALQ), Utrecht Work Engagement Scale-9 (UWES-9), dan workgroup inclusion. Analisis mediasi menggunakan Hayes PROCESS macro SPSS ver. 25 menunjukkan bahwa terdapat mediasi penuh dalam hubungan authentic leadership dan work engagement dengan mediator inklusi (c' = 0.05, SE = 0.06, p = 0.44, CI [-0.072, 0.165]; c=0.30 SE= 0.06, p = 0.00, CI [0.174, 0.427]). Dapat disimpulkan bahwa authentic leadership memengaruhi work engagement melalui mediasi inklusi. Oleh karena itu, perusahaan perlu menciptakan persepsi inklusi dan kepemimpinan yang bersifat Authentic sehingga dapat meningkatkan work engagement pada karyawan wanita dalam lingkungan yang mayoritas pria di Jabodetabek.

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Indonesia has a lower level of productivity compared to other countries. Productivity can be enhanced through work engagement. This study is a non-experimental cross-sectional quantitative research that aims to examine the mediating role of inclusion in the relationship between authentic leadership and work engagement. The participants of this study were 145 female workers who work in predominantly male environments. The measurement tools used were the Authentic Leadership Questionnaire (ALQ), Utrecht Work Engagement Scale-9 (UWES-9), and workgroup inclusion. The mediation analysis using Hayes PROCESS macro SPSS ver. 25 showed that there was full mediation in the influence of authentic leadership on work engagement with inclusion as the mediator (c' = 0.05, SE = 0.06, p = 0.44, CI [-0.072, 0.165]; c = 0.30 SE = 0.06, p = 0.00, CI [0.174, 0.427]). It can be concluded that authentic leadership influences work engagement through full mediation by inclusion. Therefore, companies need to create an inclusive environment and implement authentic leadership to enhance work engagement among female workers in male dominant envionment around Jabodetabek."

"Penelitian ini ditujukan untuk mengetahui pengaruh job resources, public service motivation sebagai faktor pendorong affective commitment melalui mediasi work engagement pada pegawai negeri sipil di Lingkungan Kanwil DJP Jakarta Selatan II. Responden penelitian ini adalah pegawai dengan jabatan Pelaksana Lainnya dan Account Representative. Total responden dalam penelitian ini berjumlah 226 orang. Hasil penelitian menunjukkan bahwa job resources dan public service motivation memiliki pengaruh positif dan signifikan kepada affective commitment. Work engagement memediasi pengaruh job resources dan public service motivation terhadap affective commitment.

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This study aims to determine the effect of job resources and public service motivation as a driving factor for affective commitment and the mediating role of work engagement among civil servants in Jakarta Selatan II Regional Tax Office. Respondents of this research are employees by the position "Pelaksana Lainnya" and "Account Representatives". The total respondents in this study were 226 people. The results showed that job resources and public service motivation positively and significantly affected affective commitment. This study finds that work engagement mediates the impact of job resources and public service motivation toward affective commitment."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari inclusive leadership, dan job crafting terhadap work engagement, sekaligus menguji peran mediasi person-job fit. Data yang digunakan dalam penelitian ini adalah data primer yang dikumpulkan melalui survei secara online dari 376 pegawai Direktorat Jenderal Pajak, Kementerian Keuangan, yang berkantor di provinsi DKI Jakarta. Data tersebut dianalisis secara kuantitatif menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel untuk mengetahui hubungan antarvariabel. Dari hasil penelitian ini dibuktikan bahwa pengaruh positif inclusive leadership terhadap work engagement, dan job crafting terhadap work engagement. Selain itu, dibuktikan juga pengaruh positif person-job fit terhadap work engagement, pengaruh positif inclusive leadership terhadap person-job fit, serta pengaruh positif job crafting terhadap person-job fit. Sedangkan dalam analisis peran mediasi, ditemukan bahwa person-job fit memediasi secara parsial hubungan antara inclusive leadership terhadap work engagement. Selain itu, dibuktikan juga person-job fit memediasi secara parsial hubungan antara job crafting terhadap work engagement. Hasil penelitian ini adalah untuk membangun perhatian organisasi terkait penciptaan work engagement guna menghadapi perubahan organisasi terutama terkait pembaruan sistem inti administrasi perpajakan. Namun dalam penelitian ini memiliki keterbatasan berupa responden belum tersebar secara proporsional, sehingga penelitian selanjutnya dapat menambah responden untuk mencapai proporsionalitas data serta melakukan penelitian dengan mix method untuk mendapatkan hasil yang komprehensif.

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This study aims to determine the effect of inclusive leadership and job crafting on work engagement, as well as examine the mediating role of person-job fit. The data used in this study is primary data collected through an online survey of 376 employees of the Directorate General of Taxes, Ministry of Finance, whose offices are in DKI Jakarta province. The data were analyzed quantitatively using Structural Equation Modeling (SEM) with Lisrel software to determine the relationship between variables. From the results of this study it is proven that the positive influence of inclusive leadership on work engagement, and job crafting on work engagement. In addition, it is also proven that the positive effect of person-job fit on work engagement, the positive effect of inclusive leadership on person-job fit, and the positive effect of job crafting on person-job fit. Meanwhile, in the mediation role analysis, it was found that person-job fit partially mediates the relationship between inclusive leadership and work engagement. In addition, it is also proven that person-job fit partially mediates the relationship between job crafting and work engagement. The results of this study are to build organizational attention regarding the creation of work engagement in order to deal with organizational changes, especially related to updating the core tax administration system. However, this study has limitations in the form of respondents not being proportionally dispersed, so that further research can add more respondents to achieve proportionality of the data and conduct research using a mixed method to obtain comprehensive results."

"Perubahan besar yang dipicu oleh globalisasi dan pandemi COVID-19 telah menuntut adaptasi dan kreativitas dalam dunia kerja, khususnya di era digital. Generasi milenial dan gen Z, yang mendominasi tenaga kerja saat ini memiliki peran penting dalam menciptakan keunggulan kompetitif dan menjaga keberlanjutan organisasi khususnya startup. Penelitian ini bertujuan untuk mengukur dan menganalisis seberapa besar pengaruh perceived authentic leadership, organizational identification, dan terhadap employee creativity yang dimediasi oleh work engagement pada pekerja startup di Jabodetabek. Penelitian ini menggunakan metodologi berbasis survey menggunakan kuesioner online dengan penilaian menggunakan Skala Likert. Data 243 orang responden dianalisis menggunakan teknik partial least squares structural equation modeling (PLSSEM). Hasil penelitian menunjukkan bahwa perceived authentic leadership dan organizational identification berpengaruh positif terhadap employee creativity, baik secara langsung maupun melalui mediasi work engagement.

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Significant changes triggered by globalization and the COVID-19 pandemic have required adaptation and creativity in the world of work, especially in the digital era. The millennial and Z generation, which dominate the workforce today, have an essential role in creating competitive advantages and maintaining the sustainability of organizations, especially startups. This research aims to measure and analyze the influence of Perceived Authentic Leadership, Organizational Identification, and Employee Creativity mediated by Work Engagement in millennial employees who work in startups (Jabodetabek). This research uses a survey-based methodology using an online questionnaire with assessments using a Likert Scale. Data from 243 respondents was analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. The research results show that perceived authentic leadership and organizational identification positively affect employee creativity, both directly and through the mediation of work engagement."

"Topik generasi milenial di tempat kerja telah menarik perhatian karena pekerja dari generasi ini mengalami peningkatan jumlah di dalam organisasi. Karena jumlah pekerja milenial yang signifikan di masa depan, mereka diharapkan dapat berkontribusi pada kesuksesan organisasi. Studi telah mengakui peran penting innovative work behavior dalam menciptakan inovasi di organisasi. Perilaku ini juga dipengaruhi oleh pengaturan organisasi, seperti gaya kepemimpinan. Dibandingkan dengan gaya kepemimpinan tradisional, servant leadership berfokus pada pengelolaan karyawan melalui tindakan penuh perhatian dan kepedulian. Diketahui pula job crafting telah terbukti memainkan peran penting dalam kesuksesan karier individu. Penelitian ini mengusulkan dan menguji pengaruh servant leadership terhadap work engagement dan innovative work behavior. Penelitian ini juga mengkaji peran dari mediasi job crafting. Penelitian ini menggunakan desain kuantitatif dengan menggunakan survei terhadap 204 responden milenial dari berbagai sektor pekerjaan di Indonesia. Hasil penelitian menunjukkan bahwa servant leadership berpengaruh positif dan signifikan terhadap dan innovative work behavior dan work engagement. Temuan lebih lanjut menunjukkan bahwa job crafting memiliki efek mediasi pada hubungan servant leadership terhadap work engagement dan tidak memiliki efek mediasi pada servant leadership dan innovative work behavior karyawan.

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The topic of the millennial generation in the workplace has driven attention as members of this cohort have formed a growing increase in organisations. Due to the significant number of millennial workers in the future, they are also expected to contribute to organization success. Studies have acknowledged the important role of employee innovative work behavior in facilitating innovations at organizations. This behavior is also influenced by organizational settings, such as the leadership style. Compared to the traditional leadership styles, servant leadership is expected to change the hierarchical perspective by focusing on managing employees through considerate action and caring. It is also known that job crafting has been shown to play an important role in individual career success. This study proposes and examines the effect of servant leadership on work engagement and innovative work behavior. The study employed a quantitative design using surveis to 204 millennial respondents from various work sectors in Indonesia. The results show that servant leadership will have a positive and significant effect on innovative behavior. Further findings indicate that job crafting has a mediating effect on the relationship of servant leadership to work engagement and no mediaton effect between servant leadership and employee’s innovative work behavior. "

"Penelitian ini dilakukan untuk mengetahui pengaruh dari grit dan kepemimpinan transformasional pada work engagement pada karyawan dari 62 perusahaan startup. Data diambil melalui kuesioner yang disebarkan secara online di Jakarta (N = 204). Alat ukur yang digunakan untuk mengukur variabel dalam penelitian ini adalah The Grit Scale (Duckworth, Peterson, Matthews, & Kelly, 2007), MLQ (Multifactor Leadership Questionnaire) (Bass & Avolio, 1991), dan The UWES-9 (Utrecht Work Engagement Scale) (Schaufeli, Bakker, & Salanova, 2006) yang telah diterjemahkan ke dalam Bahasa Indonesia. Data diolah dengan menggunakan model regresi berganda pada SPSS. Hasil penelitian menunjukkan bahwa grit dan kepemimpinan transformasional berpengaruh secara positif dan signifikan terhadap work engagement. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional memiliki varians yang unik pada work engagement setelah mengontrol grit. Diskusi dan saran dipaparkan pada bagian akhir penelitian ini.

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This research was conducted to determine the contribution of grit and transformational leadership on work engagement. Data was collected through an online survey to employees from 62 startups in Jakarta (N = 204). Variables were measured using Indonesian-translation of The Grit Scale (Duckworth, Peterson, Matthews, & Kelly, 2007), MLQ (Multifactor Leadership Questionnaire) (Bass & Avolio, 1991), and The UWES-9 (Utrecht Work Engagement Scale) (Schaufeli, Bakker, & Salanova, 2006). Data were analyzed using multiple regression analyses. The results showed that grit and transformational leadership had a positive and significant effect on work engagement. Results also showed that transformational leadership had a significant incremental variance on work engagement above and beyond grit. Discussions and suggestions are presented at the end of this study."

"Penelitian ini ditulis dengan tujuan untuk mengetahui pengaruh work-life balance dan transformational leadership terhadap employee engagement di PT Great Giant Foods, Jakarta Indonesia sebagai salah satu manufaktur terbesar di Indonesia. Teori yang digunakan dalam penelitian ini adalah employee engagement dari Hewitt (2004), work-life balance dari Fisher (2001), dan transformational leadership dari Bass and Avolio (2003). Penelitian ini menggunakan metode kuantitatif dengan total sampel sama dengan populasi sebanyak 191 karyawan di PT Great Giant Foods. Penelitian ini akan dilakukan pada satu waktu di PT Great Giant Foods, Jakarta Indonesia. Selain. Pengumpulan data dengan mendistribusikan kuesioner kepada karyawan Great Giant Foods, Jakarta Indonesia. Hasil perolehan data akan diolah dengan SPSS. Hasil penelitian ini menunjukan bahwa terdapat pengaruh positif dari Work-Life Balance dan Transformational Leadership terhadap Employee Engagement pada Great Giant Foods baik secara parsial maupun simultan.The purpose of this study is to find out the effect of work balance and transformational leadership on employee engagement. The employes targeted would be from PT Great Giant Foods, Jakarta Indonesia, on of the largest manufacturers in Indonesia. Theories used in this study are employee engagement from Hewitt (2004), work-life balance from Fisher (2001), and transformational leadership from Bass and Avolio (2003). This research would be carried out in quantitative methods to a population of 191 employees at PT Great Giant Foods using cross sectional research type sampling to obtain information on a case at a certain point in time (Neuman, 2015). This research will be conducted at PT Great Giant Foods, Jakarta Indonesia and questionnairres will be distributed for data collection then all acquired data would be processed with SPSS. The results of this study indicate that there is a positive impact of Work-Life Balance and Transformational Leadership on Employee Engagement in Great Giant Foods, both partially and simultaneously."

"Penelitian ini bertujuan untuk menguji pengaruh authentic leadership terhadap turnover intention dengan organizational commitment sebagai variabel mediasi. Variabel authentic leadership diukur dengan menggunakan indikator dari Authentic Leadership Inventory (ALI) oleh Neider dan Schriesheim, untuk variabel turnover intention menggunakan beberapa indikator dari Mobley et al. dan yang terakhir untuk variabel organizational commitment diukur menggunakan beberapa indikator dari Mowday et al. Penelitian ini menggunakan pendekatan kuantitatif, pengumpulan data yang dilakukan melalui penyebaran kuesioner online dan offline dengan jumlah responden terkumpul sebanyak 105. Analisis data pada penelitian ini dilakukan dengan analisis deskriptif, analisis regresi, analisis mediasi (causal step) dan analisis sobel test. Hasil penelitian menunjukan bahwa authentic leadership secara signifikan memengaruhi turnover intention. Authentic leadership secara signifikan memengaruhi organizational commitment. Berdasarkan hasil uji mediasi yang telah dilakukan, terdapat pengaruh mediasi signifikan Organizational Commitment pada pengaruh Authentic Leadership terhadap Turnover Intention.

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This study aims to examine the effect of authentic leadership on turnover intention with organizational commitment as a mediating variable. The authentic leadership variable was measured by several indicators from Authentic Leadership Inventory (ALI) by Neider and Schriesheim, for the variable turnover intention by several indicators from Mobley et al. and the last for organizational commitment variable was measured by several indicators from Mowday et al. This research used a quantitative approach, collecting data by distributing online and offline questionnaires with 105 respondents collected. Data analysis in this study was conducted by descriptive analysis, regression analysis, mediation analysis (causal step) and sobel test analysis. The results show that authentic leadership significantly affected turnover intention. Authentic leadership significantly influences organizational commitment. Based on the results of mediation tests, there is a significant mediation effect of Organizational Commitment on the influence of Authentic Leadership on Turnover Intention."

"Penelitian ini bertujuan untuk memahami pengaruh workplace flexibility terhadap turnover intention yang dimediasi oleh affective commitment dan employee engagement pada karyawan generasi milenial Indonesia. Penelitian kuantitatif ini menggunakan metode convenience sampling dan cross-sectional design dengan jumlah sampel 510 responden. Data diolah dengan menggunakan metode Structural Equation Modeling (SEM).Hasil penelitian menunjukkan bahwa workplace flexibility tidak memiliki pengaruh negatif terhadap turnover intention. Sedangkan workplace flexibility memiliki pengaruh positif terhadap affective commitment dan employee engagement. Selanjutnya, affective commitment dan employee engagement memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh negatif workplace flexibility terhadap turnover intention ketika dimediasi oleh affective commitment dan emplyoee engagement. Selain itu, kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk dapat menurunkan turnover intention karyawan generasi milenial Indonesia.

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This study aims to understand the effect of workplace flexibility on turnover intention which is mediated by affective commitment and employee engagement on Indonesia millennial employees. This quantitative study approach with convenience sampling and cross-sectional design with a sample of 510 respondents. Data is analyzed using Structural Equation Modelling (SEM).

The result of the study show that workplace flexibility does not have a negative influence on turnover intention. While workplace flexibility has a positive influence on affective commitment and employee engagement. Furthermore, affective commitment and employee engagement have a negative influence on turnover intention. The theoretical contribution of this study is to be able to find the negative effect of workplace flexibility on turnover intention when mediated by affective commitment and employee engagement. In addition, the practical contribution of this research is as a provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees."